A community for responsible leather

Our LEATHERPRINT® is our ongoing commitment to implementing a conscientiousness towards the environment, society and economic activity.

It brings together our holistic approach to sustainability so we can share them, build on them, and use them to guide us in manufacturing. It is an opportunity to innovate. It guides us to produce better leathers which have a big impact on society and the economy but as small as possible footprint on the environment.

 Our Leather Working Group (LWG) accreditation is another step towards greater holistic sustainability in our all our day to day practices. LWG, being a global multi-stakeholder community committed to building a sustainable future with responsible leather fits beautifully with our LEATHERPRINT® approach, together driving industry best practice and positive social and environmental change for responsible leather production.

1. Our Society 

Equal Employment Opportunity and Non-Harassment Policy

Mossop-Western Leathers is committed to employment equity and a policy of no harassment. All employees, regardless of position or title, will be subject to disciplinary action, which could result in dismissal, should Mossop-Western Leathers determine that an employee has otherwise failed to comply fully with this policy.

Mossop-Western Leathers Will Not Tolerate Discrimination

Mossop-Western Leathers will not tolerate any discrimination, directly or indirectly, on any arbitrary grounds, including but not limited to race, gender, sex, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility. Mossop-Western Leathers policy is to recruit, hire, compensate, train, promote, transfer, terminate, and administer any and all personnel actions without discriminating on any of the above grounds. However, following the Employment Equity Act, 55 of 1998, it is not unfair discrimination to promote affirmative action consistent with the Act or to prefer or exclude any person based on an inherent job requirement.

Mossop-Western Leathers will not condone or tolerate the discrimination or harassment of its employees by their co-workers, managers, customers, vendors, suppliers, third parties, or any individual under Its control.

Affirmative Action Measures

Affirmative action measures are intended to ensure that suitable qualified employees from designated groups have equal employment opportunities and are equitably represented in all occupational categories and levels within the company. Mossop-Western Leathers is committed to eliminating barriers that may harm designated groups, promoting diversity and retaining, developing and training all employees.

Affirmative action will be based on merit and the potential of the employee.

Mossop-Western Leathers Will Not Tolerate Any Form Of Harassment

Mossop-Western Leathers also prohibits any harassment directly or indirectly, on any arbitrary grounds including but not limited to race, gender, sex, ethnic, or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility. Examples of unacceptable conduct include, but are not limited to, the following:

  • epithets, slurs, jokes, negative stereotyping, derogatory comments, threats or intimidation, or any similar verbal or physical conduct that denigrates or shows hostility or aversion towards an individual because of race, gender, sex, ethnic, or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility;
  • display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion towards an individual or group (including through email), such as derogatory posters, photographs, cartoons, drawings, or gestures; or
  • physical conduct, such as assault, unwanted touching, or blocking normal movement based on race, gender, sex, ethnic, or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility.

All Mossop-Western Leathers employees, and particularly managers, have a responsibility for keeping the environment free of harassment.

Mossop-Western Leathers Will Not Tolerate Sexual Harassment

Sexual harassment is also prohibited. Sexual harassment includes any unwelcome or unwanted conduct of a sexual nature (verbal, written, or physical) when

  1. Submission to such conduct is made a term or condition of a person’s employment, either explicitly or implicitly;
  2. Submission to or rejection of this conduct by an individual is used as a factor in decisions affecting hiring, evaluation, promotion, or any other aspect of employment; or
  3. This conduct has the purpose or effect of substantially interfering with an individual’s employment or creates an intimidating, hostile, or offensive work environment.

The unwanted nature of sexual harassment distinguishes it from behavior that is welcome and mutual. Sexual attention becomes sexual harassment if:

(1) The behavior is persisted in, although a single incident of harassment can constitute sexual harassment; and/or

(2) The recipient has made it clear that the behavior is considered offensive; and/or

(3) The perpetrator should have known that the behaviour is regarded as unacceptable.

It is impermissible for any employee, contractor or agent to sexually harass another, regardless of the sex of either party. Sexual harassment is inappropriate and contrary to Mossop-Western Leathers policies whether it involves co-worker harassment, harassment by a manager, or harassment by persons doing business with or for Mossop-Western Leathers (vendors, suppliers, customers, etc.).

Examples of unacceptable conduct include, but are not limited to, the following:

  • threats or promises of benefits in exchange for sexual favors or implying that things will go smoothly in exchange for sexual favors;
  • unwanted sexual jokes or flirtations, or obscene comments or gestures, or derogatory comments, slurs, or epithets;
  • unwanted sexual advances or propositions, such as making a “pass” at another employee, offering to give an employee a massage, or making or threatening reprisals after a negative response to sexual advances;
  • negative stereotyping based upon one’s gender;
  • graphic or verbal commentary of a sexual nature or abuse about an individual’s body, dress, sexual prowess, sexual deficiencies, or of any sexual nature or the use of sexually degrading words to describe an individual or suggestive or abusive letters, notes, messages, or invitations;
  • unwanted or suggestive leering, whistling, pinching, or insulting;
  • physical conduct, such as unwanted or suggestive touching, assaults, or impeding or blocking movements; or
  • the display or circulation in the workplace of sexually suggestive words, jokes, objects, posters, cartoons, or pictures (including through e-mail), including nude or sexually suggestive photographs. 

These types of behavior are unacceptable at Mossop-Western Leathers offices, in other work settings, such as business trips, and at business-related social events. All Mossop-Western Leathers employees, and particularly managers, have a responsibility for keeping the environment free of harassment.

Reporting Discrimination

Mossop-Western Leathers strives to promote a climate in which victims of harassment will not fear reprisals or feel that their grievances are ignored or trivialized. Mossop Western Leathers must be made aware of discrimination and harassment before it can act to prevent or stop it. Mossop-Western Leathers cannot take corrective action unless it has knowledge that a problem exists. Any incident or situation that you believe involves prohibited discrimination or harassment by any employee or individual must be reported immediately.

A report of discrimination or harassment should be made in person or in writing to the Human Resources office.

Suppose you conclude or otherwise feel that reporting to human resources is not appropriate or comfortable. In that case, you may report it to any other Senior Manager with whom you feel comfortable. It is completely within an employee’s discretion as to which of these individuals to approach with concern or complaint of discrimination or harassment. 

We strongly recommend that an employee firmly and promptly notify the offender that his or her behavior is unwelcome, but such notification is not required. Any manager or member of management who becomes aware of any possible discrimination or harassment should immediately advise Human Resources, regardless of whether the complaining employee wants the manager to do so.

Suppose the company becomes aware of a complaint of discrimination or harassment. In that case, Mossop-Western Leathers will investigate, and if appropriate, take prompt remedial action. For this reason, if a complaint of discrimination or harassment is brought to the company’s attention, Mossop-Western Leathers will investigate, regardless of whether the complaining employee wants the company to do so.

Mossop-Western Leathers will promptly and thoroughly investigate the facts and circumstances of any claim of discrimination or harassment. 

Mossop-Western Leathers will ensure that grievances about sexual harassment are investigated and handled in a manner that ensures that the identities of the person’s involved are kept confidential. Only appropriate members of management, the aggrieved person, their representative, alleged perpetrator, witnesses and interpreter if required will be present in the disciplinary inquiry.

Workforce profile and total remuneration ( EEA4) 

The objective of remuneration mapping exercise is to collect information for the assessment of the remuneration gap between the highest paid and lowest paid employees and, at the same time, to assess inequalities in remuneration in relation to race and gender in the various occupational levels to achieve the founding principles of the Constitution of South Africa 1996 in terms of fairness and equality.  

The remuneration mapping is measuring the Remuneration (i.e. fixed and variable remuneration) and then linking this data to the employees reflected in the workplace profile, EEA2 for the reporting period concerned across all occupational levels for comparative purposes.  

Mossop-Western Leathers requires that the following anchors will be measured. The EEA 4 will reflect remuneration of the employee with the highest total remuneration (i.e. fixed/guaranteed and variable remuneration) for each occupational level in terms of population group and gender. Where applicable, information must be provided for both males and females for Africans, Colourdes, Indians, Whites and Foreign Nationals.

 The EEA 4 will reflect the remuneration of the employee with the lowest total remuneration (i.e. fixed/guaranteed and variable remuneration) for the lowest occupational level in your organisation in terms of population group and gender. Where applicable, information must be provided for both males and females for Africans, Coloureds, Indians, Whites and Foreign National. The EEA 4 will reflect the average/ mean remuneration, the median remuneration and the remuneration gap as required in Section E of the EEA4 Form.

Options to resolve a problem of Sexual Harassment

Mossop-Western Leathers will attempt to resolve an allegation of sexual harassment in a sensitive, efficient and effective manner. Employees have two options to resolve a problem relating to sexual harassment. Either an attempt can be made to resolve the problem in an informal way or a formal procedure can be embarked upon. The employee is under no duress to accept one or other option.

Informal Procedure

It may be sufficient for the employee concerned to have an opportunity where she/he can explain to the person engaging in the unwanted conduct that the behavior in question is not welcome, that it offends them or makes them uncomfortable, and that it interferes with their work.

If the informal approach has not provided a satisfactory outcome, if the case is severe or if the conduct continues, it may be more appropriate to embark upon a formal procedure.

Formal procedure

Where a formal procedure has been chosen by the aggrieved employee:

  1. A grievance should be lodged with Human resources. Your report should be as detailed as possible, including the names of individuals involved, the names of any witnesses, direct quotations when language is relevant, and any documentary evidence (notes, pictures, cartoons, et cetera).
  2. The grievance will be dealt with expeditiously.
  3. The grievance will be investigated and disciplinary action will be taken against employees at any level who engage in harassment up to and including dismissal. Any manager who knows about the harassment and/or discrimination and takes no action to stop it may be disciplined as well. Remedial action may also be taken. This includes counseling, changes in work assignments, or other measures designed to prevent future misconduct.


Criminal and Civil charges

A victim of sexual assault has the right to press separate criminal and/or civil charges against an alleged perpetrator, and the legal rights of the victim are in no way limited by this policy.

Dispute resolution

Should a complaint of alleged sexual harassment not be satisfactorily resolved by the internal procedures set out above, either party may within 30 days of the dispute having arisen, refer the matter to the CCMA for conciliation. Should the dispute remain unresolved, either party may refer the dispute to the Labour Court within 30 days of receipt of the certificate issued by the commissioner.

No Retaliation for Complaining of Discrimination or Harassment

Under no circumstances will an employee’s job status, security, working conditions, or relationship with Mossop-Western Leathers be adversely affected because a good faith report of discrimination or harassment is made or someone is involved in the investigation of such. Mossop-Western Leathers policy strictly prohibits subjecting an individual to any form of discipline or retaliation for reporting any incident or situation of discrimination or harassment, pursuing any claim of discrimination or harassment, or otherwise participating or cooperating in any investigation of a complaint of discrimination or harassment. Retaliation is a serious violation of this policy, and any retaliation also should be reported immediately. Any person found to have retaliated against another individual for reporting discrimination or harassment or otherwise participating in an investigation will be subject to disciplinary action, which could result in dismissal. Any individual who intentionally makes a false claim of discrimination or harassment is subject will be subject to disciplinary action, which could result in dismissal.



The company is aware of the far-reaching socio economic and human rights implications that the HIV/Aids epidemic is having on all South Africans.  Unlike other life threatening chronic illnesses, HIV/AIDS deals with contentious issues such as sex, sexuality, race, religion and drug use.

Ignorance and disbelief about the epidemic can lead to myths and misconceptions concerning HIV/AIDS, which in turn may result in infected individuals being excluded by society and exposed to victimization at the workplace.  All these factors hamper preventative measures and effective management of the disease.

The company acknowledges its role in fostering a supportive, open and non discriminatory employment environment and seeks to minimize, as far as possible, the impact that the disease may have within the workplace.  Examples are employee absenteeism and morale, loss of productivity and profitability.

An essential component in successfully achieving the principle outlined in this policy is the understanding and cooperation of all employees.

As a working document this policy will continually be reviewed in order to incorporate the latest developments that impact on HIV/AIDS issues within the workplace.


The aim of this policy is to:

  • Demonstrate the Company’s commitment in addressing the impact that HIV/AIDS has in the workplace.
  • Implement mechanisms which in cooperation with employees, aid in preventing the spread of HIV.
  • Eliminate the practice of unfair discrimination against HIV/AIDS infected employees, including job applicants. 

To achieve these objectives, this policy provides a framework whereby:-

  • HIV/AIDS employment policies are addressed and communicated to employees.
  • Awareness is created amongst employees with regard to their rights and duties in terms of current legislation relating to HIV/AIDS.
  • Expected standards of behaviour by all employees, including management, are set out, grievance procedures are made available and measures in dealing with deviations from such standards are appropriately dealt with.
  • HIV/AIDS programs are outlined and implemented within the organization from time to time.
  • Communication procedures on HIV/AIDS issues are set out.
  • Details of employee assistance are furnished.

This policy has been formulated in accordance with the guidelines laid down in the Department of Labour’s Code of Good Practice: Key aspects of HIV/AIDS and employment, gazette notice R.1298 of 2000 and existing company practices and policies.


Promotion of non-discriminatory workplace

The company will not unfairly discriminate against employee or job applicant inflicted with HIV/AIDS and will adopt fair labour practices.  No employee of the company, including prospective employees shall be discriminated against on the basis of their HIV status alone with regards to:-

  • Recruitment procedures, advertising and selection criteria.
  • Appointments
  • Job classification or grading
  • Remuneration, employment benefits and terms and conditions of employment
  • Employee assistance programs
  • Job assignments
  • Workplace and facilities
  • Occupational health and safety
  • Training and development
  • Performance Evaluation systems
  • Promotion, transfer and demotion
  • Disciplinary measures
  • Termination of service

Performance management and procedures relating to incapacity and dismissal

Performance management of HIV/AIDS employee’s will be in accordance with current policies of the Company.  Some examples of factors that will be taken into account in monitoring and infected employee’s service are:-

  • The ability to continue working satisfactorily in their current position and whether it is possible to transfer the employee to a position which can accommodate them in light of their current health status, providing that an alternative position is available.
  • The possibility that continued employment is against the employee’s interest. And example is that the illness is accelerated or exacerbated.

Grounds for dismissal due to incapacity and poor work performance will only be made after there has been a full and complete health status assessment.  Some areas that an Employer is entitled to investigate are:-

  • The nature and extent of the employees incapacity
  • The extent and degree of which an employee is unable to perform.
  • The likelihood of an employee’s improvement.
  • The size of an effect of the employer’s operations.

The company should not unfairly discriminate and should protect employees against arbitrary dismissals.

Some examples, which are deemed to be unfair labour practice, are:-

  • Where an employer unfairly discriminates against the employee on the grounds of an employee’s health status.
  • Where there is unfair conduct on the part of the employer in promoting, demoting, providing training opportunities or supplying benefits to an employee.

Employees are therefore protected from discrimination and dismissal on the basis of their HIV status.

HIV testing, disclosure and confidentiality

Employees will only be tested where allowed in terms of applicable legislation.  Medical testing is defined “as including any test, question, enquiry or other means designed to ascertain or which has the effect of enabling the employer to ascertain, whether an employee has any medical conditions”.

An employer may only carry out medical testing if:-

  1. It is justifiable in the light of medical facts, employment conditions, social policy, the fair distribution of employee benefits or the inherent requirement of a job.
  2. Confidentiality and disclosure

An employee is entitled to voluntary disclose their HIV status to employees of the company, including Management.  In the event that an infected employee discloses their status, the information will not be disclosed unless written consent is first obtained from the infected person.  If the infected employee is unable to furnish written consent, alternative arrangements will be made with the employee concerned.

Employee benefits

The company will not unfairly discriminate with respect to employee benefits.

Employees should be aware of the fact that a medical scheme cannot discriminate against a person on the basis of their health status.  Accordingly, HIV/AIDS infected persons are entitled to medical aid membership.  Employees are requested to contact medical scheme’s administrator of the Company’s healthcare consultant for more information relating to HIV/AIDS benefits and programmes currently offered by the medical scheme.

Current legislation

Legislation currently applicable to HIV/AIDS and surrounding issues within the workplace has been summarized for the benefit of the employees.

South African constitution

In terms of the Bill of Rights in our Constitution, each person has a right to equality and non-discrimination, privacy (which includes confidentiality) and fair labour practices.  However these rights may be limited in certain circumstances.  An example is where the Labour Court authorizes an employer to carry out HIV testing on its employees or job applicant due to the inherent requirement of the job.  In this instance, the rights of an individual may be limited on the basis of reasonableness relevant to a particular circumstance.

Sick Leave

Employees with HIV/AIDS are similarly to non-infected employees, entitled to sick leave.

Safe working environment

The company will provide and maintain, as far as is reasonable practical, a working environment that is safe and without risk to the health of its employees.

Employees should take note of the following basic principles of infection control.

  • When giving first aid, avoid any contact with blood or other body fluids. This is done by covering any cuts or sores with waterproof plasters and wearing plastic or latex gloves.  If no gloves are available the hands can be covered with plastic bags tied around the wrists.  If blood does get onto the skin it must be washed off in hot soapy water as soon as possible.
  • Employees should notify cleaning staff of blood spills in the workplace. Blood spills on the floor or other surfaces should be treated with disinfectant before being wiped up with absorbent paper.

Compensation for occupational injuries and disease act

If an employee becomes HIV infected during the course and scope of their employment, they will be entitled to compensation, provided that the conditions set out by the Compensation Fund are met.

If there is a possibility that an employee has been exposed to HIV during an occupational accident the following steps should be taken:

  • An accident report should be completed and forwarded to the Compensation Commissioner.

Details are as follows:

Compensation Commissioner   Telephone 012-319 9111

P O Box 955                                       Fax 012-326 7889

Pretoria 0001                                   www.wcomp.gov.za

  • The employee concerned should be tested for HIV to determine their baseline status.
  • Any person who has been involved in the accident should be tested with their informed consent.
  • The employee, if HIV negative at the time of the accident, should be retested three and six months after the accident.


In order to create an open, supportive and non-discriminatory working environment, the company will not permit any practice of discrimination, victimization or intimidation against employees with HIV/AIDS.

All forms of such behaviour is deemed misconduct in terms of the Company’s disciplinary code or code of conduct.


In order to gain a better understanding and adequately address HIV/AIDS issues, the Company will assist in educating employees about the disease.

Aids Information

The National Aids Information Service number is 0800-112322

Various organizations, psychologists and social workers provide counseling services for Aids patients and their families.  Some of these are listed below:

AIDS Action Group: Pastorie Building, Bellville, Ph 021 9487699

AIDS Training and Information: Ph 021 797 3327

AIDS Legal Networks: 114 Hout Street, Cape Town, Ph 021 423 9254

AIDS Educational Group: (Planned Parenthood Organisation), Educational Unit 12, Anson Rd, Observatory, Ph 021 450 7312

SACTWU Worker Health Program: Industria House, 350 Victoria Road, Salt River, Cape Town, Ph 021 – 448 5263.

 2. Economy  

Recruitment Policy

  1. Creation and filling of posts

Before creating a post for any newly defined job, or filling any vacancy, the CEO must:-

  • confirm that the post is required to meet MWL objectives;
  • in the case of a newly defined job, evaluate the job in terms of the job evaluation system;
  • in the case of a vacant post, evaluate the job, unless the specific job has been evaluated previously; and
  • ensure that sufficient budgeted funds, including funds for the remaining period of the medium-term expenditure framework, are available for the filling of the post.


All recruitment and selection activities and decisions must be documented and filed for future reference.

All vacant and newly created positions will be advertised on the notice boards and circulated via email internally first where possible.  Where specific expertise and qualifications is required for a specific position, those positions will not need to go through internal recruitment process.

Should we not be able to find a suitable candidate from all the internal candidates, we will at that point advertise external.

Preference will be given to permanent employees first, thereafter contract employees, and if we still have not found a suitable candidate, we will then look externally to fulfill the role.

All appointments will be subjected to the above recruitment process unless the appointment was made directly form the Bolton Head office.

  1. Interviews

Potential candidates will be screened and short listed by the HR department.  The shortlisted applicants will be interviewed by the respective department managers and HR manager.  Before final appointment is made, the final two candidates will be interviewed by the CEO who will make the final decision for approval of the candidate.

Psychometric testing will be done on all candidates who apply for a specialized position or a management level position.

2. Appointments

All appointments are subject to a three months probationary period.  In the case of contract appointments, the contract period will serve as the probationary period.


The objective of the project is to develop and implement training programmes, over and above the normal training and development, at the various levels in the organization to implement step changes to successfully deliver the strategic Business objectives.

Employee will have the opportunity to expand their knowledge and experience whilst striving for competitive advantage of the company.  In being selected for a MWL training programme, employees are in a very good position to go a step further in their personal development.

However, training programmes in its magnitude and cost implications brings with it certain duties and responsibilities.

Duties and responsibilities of the candidate

  • The candidate will attend all lectures, workshops, assessments and meeting which form part or are associated with the program.
  • The candidate will study diligently and complete all assignments and tests to the best of his/her ability.
  • The candidate authorizes the company to have full access to study records and any evaluations done.
  • The candidate must communicate with the company in the event that he/she experiences any problems or obstacles associated with the above or with the course as such.
  • The candidate realizes that being selected or passing a course is no guarantee or fast track to a promotion/higher grade/higher salary.

Duties and responsibilities of the company

  • The company will provide the candidate with adequate support which might be in the form of a mentor.
  • The company will cover the costs of the training as well as related costs, i.e. travel, accommodation, etc.
  • The company will treat examination/evaluation results of candidates with the necessary confidentiality.

Commitment to the company in return for the study assistance granted

The candidate acknowledges that the company is giving him/her assistance with his/her studies on the basis and understanding that the candidate agrees that he/she will work for the company for a minimum period of one(1) year after successful completion of his/her training.

Provisions in the event of breach / failure

If the student fails at any stage to comply with any of the above or fails the course, the company will be entitled, at its discretion, to refuse to make any further payments in respect of the course of studies undertaken by the student and / or to reclaim from the student the amount that has already been paid (either in full or in part, the decision as to how much will be reclaimed to be in the sole discretion of the company).

If the candidate resigns, or the services of the candidate is terminated by reason of the candidates misconduct or poor performance, before having completed the minimum period of service referred to above, the company will be entitled to reimbursement of the monies paid by it under the terms of this arrangement on a pro rata basis.

Example: If the candidate was required to work for a minimum of 12 months after completion of the course and resigns after 6 months then the company will be entitled to reimbursement of 50% of the amount paid by it under the provisions of this agreement.


We strive for transparency of our raw material sources and tannery operations so that we can be held accountable for our pledge to continuously lessen our environmental impact.

Leather is sustainable  when manufactured with a conscience. Leather ages better than any other material. Leather, if taken care of, is one of the most durable materials on earth. Its longevity results in a significantly decreased carbon footprint on the environment as the item made from it is used for longer and discourages the fast consumer fashion “throw-away” mind-set. Leather products tend to improve over time as the material ultimately reflects the lifestyle of the user, developing a rich patina during everyday use. Buying leather from reputable tanners which use responsible production processes will result in leather that biodegrades over time after use, alleviating pressure on landfills. At Mossop we look at the choices we make by continuously developing more sustainable ways of tanning our leather

Chemical suppliers:

Our Chemical suppliers actively measure the impact of their product on the entire supply stream and ensuring they comply with the EU restricted substance list. They are also looking at carbon emissions and how they can reduce them to a minimum.

Our Effluent: 

Our effluent is treated to comply with stringent requirements of our local municipality. We conduct weekly test on our discharged effluent at an accredited laboratory to ensure full compliance to bylaws


Our WET- END WATER RECYCLING INNOVATION Our production's wet blue and rehydration stage see us recycle 3,750 000 litres of water per year

Hides - Raw material 

Locally sourced hides: Sourcing over 70% of our rawhides locally gives us real-time traceability into our primary raw material. 


If you have any questions about these policy or statements, or its application to any situation, please contact Human Resources.